Recently, I worked on a project where my task was to understand why employees were leaving a company and find ways to address the issue. This isn’t the first time I’ve dealt with such a challenge, and honestly, the reasons for high turnover are often the same.
Of course, different industries, job levels, and personal circumstances play a role, but in most cases, people don’t leave simply because they no longer enjoy their work. They leave because of how they’re treated.
Why Do People Resign?
• Why do employees leave even when they love their work?
• Why do some companies struggle with high turnover despite great salaries?
• Why are people willing to accept a lower salary just to work in a healthier environment?
The answer is simple: it’s not about the job—it’s about how people are treated.
You can love what you do, earn a competitive salary, and work on interesting projects, but if the workplace environment is toxic, sooner or later, you’ll want to leave.
What Drives People to Look for Another Job?
While salary matters, money is rarely the only reason for quitting. If a company:
❌ Treats employees as replaceable parts,
❌ Fails to provide stability and predictability,
❌ Doesn’t recognize contributions or listen to employee feedback,
❌ Promotes a culture of fear instead of trust,
❌ Offers no real opportunities for career growth,
❌ Creates an environment where employees are constantly on edge and afraid to make mistakes,
— people will start looking for better opportunities.
They’re Not Quitting the Job – They’re Quitting the Treatment.
Leaders who believe employees leave solely for higher salaries or “new challenges” often miss the bigger picture—people want to work where they feel valued, respected, and heard.
Employees aren’t asking for the impossible. They need:
✅ Honesty and transparency in communication,
✅ A sense that their work makes a difference,
✅ The ability to ask questions and receive feedback,
✅ Fair working conditions and opportunities for growth,
✅ The feeling that they are more than just cogs in a machine but valued members of the team.
How to Fix It?
If you’re a manager or business owner and notice that turnover is rising, try to look at the situation from the employees’ perspective. What can be done?
🔹 Have regular conversations with your team.
Not just once a year during formal performance reviews, but consistently—show genuine interest in their well-being and concerns.
🔹 Break down communication barriers.
Employees need to know that their voices matter. Open dialogue and leadership accessibility reduce uncertainty and dissatisfaction.
🔹 Be transparent about career growth.
People don’t want to work in a company where they see no future. Providing development opportunities and clear promotion criteria retain employees more effectively than any perks.
🔹 Build a culture of trust, not fear.
Employees shouldn’t be afraid to make mistakes or voice their opinions. A fear-driven environment kills engagement and loyalty.
🔹 Recognize and appreciate contributions.
Not just financially—sometimes a simple “thank you” or public recognition can be more meaningful than a bonus.
🔹 Monitor workload and work-life balance.
Burnout is one of the leading causes of resignations. If employees are constantly overworked, it’s only a matter of time before they find a place where they feel better.
A Healthy Workplace Environment Is the Key to Retention.
Competitive salaries and perks may attract talent, but how people are treated determines whether they stay or leave at the first opportunity.
So, if your company is experiencing high turnover, ask yourself:
👉 Is it about the job, or is it about how employees feel at work?